Internship report

On
Recruitment and Selection process of SureCash and the
Impact of Covid-19

Internship report
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 Recruitment and Selection process of SureCash and
the Impact of Covid-19
Submitted to
Ishrat Sultana
Assistant Professor
School of Business & Economics
United International University

Submitted by
Tasnuva Tarannum Liya

ID NO: 111 153 166

Fall 2020
Program: BBA
Major: Human Resources Management

Date of Submission
Date: 12/06/2021

Letter of Transmittal
Ishrat Sultana (IS)
Assistant Professor
Schoolof Business & Economics
United International University

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12 June, 2021

Subject: Submission of Internship Report on Recruitment and Selection process of

SureCash and the impact of Covid-19

Dear Mam,

It is indeed a great pleasure to submit the internship HRM report on Recruitment and Selection
process of SureCash and the impact of Covid-19. I have the pleasure to carry out my internship
report under your supervision. This report is the result of the knowledge which has been acquired
from my internship.

Throughout my working experience in SureCash I have gathered so many practical knowledge,

also gathered more information from the HR personnel of that company and the internet
information.

I, therefore, would like to request you to granting my dedication and hard work and kindly accept
my internship report for further assessment.

………………………………………………

Sincerely,
Tasnuva Tarannum Liya
ID: 111 153 166
United International University

Supervisor’s Certificate

This is to certify that the Internship Report on Recruitment and Selection process of SureCash
and the impact of Covid-19

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“All the works in this report is done by Tasnuva Tarannum Liya as a partial fulfillment of the
requirement of Bachelor of Business Administration (BBA) degree from the School of Business
& Economics, United International University.

The report has been prepared under my guidance and is a record of the bona fide work carried
out successfully.

……………………………

Ishrat Sultana
Assistant Professor
Schoolof Business & Economics
United International University

Acknowledgement

First of all I am very grateful to have such opportunity that I had professional opportunity with
(SureCash). They are so helpful and wonderful people. Mostly their working environment
thrilled me more to evolve in professional ways which lead me through this internship period.

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Throughout my internship period I got so many supports from my colleagues and because of
their cooperation and support my job became much easier as well as a great learning
environment.

For that I would like to thanks Md. Hasan Rinku (Assistant Manager of Human Resources) and
Nabila Tahsin Ahmed(Recruitment Specialist) for being a very courageous mentors for guiding
me throughout the whole period of Internship project and their guidance, encouragement,
suggestions and methods of teaching helped me to successfully complete my work and helped
me in writing this report.

I would also like to submissive thankful to my other colleagues who are friendly and they
support me in every way they can for gathering more information. With everyone’s support
today I am able to do my internship report in a proper way and they made my journey
memorable.

Lastly, I would like to heartily thank my supervisor Ishrat Sultana, for being extra supportive and
always courage me and always ready to help me throughout my internship period. For her
wonderful cooperation I would able to do my internship report nicely.

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 Executive Summary
Throughout my internship period in SureCash I have gained real world work knowledge on how
the Human Resource department actually works and how the company runs. Besides also learned
how they manage the whole activities and confirming smooth work functioning in the company.
HR team always tries to make sure one thing that is right number of people should be available
on the right time and in the right job. Additionally, I have gathered a beautiful vision of the
working culture in the organization. In this report I have tried to emphasize both practical and
theoretical information which is concerning only on Human Resource Division.

In the first some parts I have talk briefly about the company’s overview. Then I gave a summary
of HR functions. After that I have talked about the fundamental departments of SureCash and
talked about some services they have offer to their customers as they are Fin-tech Company and
also talked about the SWOT analysis of SureCash.

My report topic is “Recruitment and Selection” and “Changes occurs in workplace during Covid-
19”. In the finding and analysis part I have talked about the recruitment and selection. Those
whole areas information is covered from SureCash. SureCash sustain with an authentic flow of
each work and they handle nicely every phases of Recruitment & Selection process. They try to
recruit the right person at a right place at right time. Their turnover rate shows how nicely they
manage the whole process or recruitment and selection. In recruitment HR team always make
sure they are setting the right applicants and huge candidates join in the particular period of time.
Their service quality shows how they are giving the most priority of choosing the employee.
They have well organized recruiting process.

After that I have talked about the changes that occur in workplace during Covid-19. I have given
some information regarding SureCash, how they are managing their working hours throughout
this Covid period and what are the precautions they are taking for ensuring their employee’s
safety. In the final part I have given recommendation and conclusion. Some information may
help them to improve themselves for the betterment.

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Table of Contents
Introduction...............................................................................................................................................11
1.1 Background of the study......................................................................................................................11
1.2 Objective of the study.........................................................................................................................12
1.3 Broad Objective...................................................................................................................................13
1.4 Specific Objectives...............................................................................................................................13
1.5 Scope of the study...............................................................................................................................13
1.6 Methodology of the Study...................................................................................................................13
Primary Data:.........................................................................................................................................14
Secondary Data:....................................................................................................................................14
1.7 Limitation of the study........................................................................................................................14
2.1 Literature Review................................................................................................................................15
2.2 Theoretical Literature Review on the Functions of Human Resource Management:..........................19
i) Human Resource Planning:............................................................................................................19
Human Resource Planning Process:...................................................................................................20
ii) Recruitment and selection.............................................................................................................21
Recruitment and selection process:...................................................................................................22
iii) Training and development:............................................................................................................23
iv) Performance management............................................................................................................24
Performance management process:..................................................................................................24
v) Compensation management.........................................................................................................25
Types of compensation:.....................................................................................................................25
Components of compensation:.........................................................................................................26
3.1 About SureCash...................................................................................................................................27
3.2 Mission of SureCash............................................................................................................................28
3.3 Vision of SureCash...............................................................................................................................28
3.3 Objective of SureCash..........................................................................................................................28
3.4 Fundamental department of SureCash................................................................................................29
3.5 Services offered by SureCash...............................................................................................................30
A) Cash In...........................................................................................................................................31

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 B) Cash Out............................................................................................................................................31
C) Send Money......................................................................................................................................31
D) Mobile Recharge...............................................................................................................................31
E) Education Payment............................................................................................................................32
F) Utility & Municipality Bills..................................................................................................................32
4.1 Recruitment & Selection Process...................................................................................................34
Stage 1: Raise Employee Requisition Form............................................................................................35
Stage 2: Submitted to HR.......................................................................................................................35
Stage 3: Job Advertisement...................................................................................................................35
1. BD Jobs:.........................................................................................................................................36
2. LinkedIn:........................................................................................................................................37
3. Facebook Page:..............................................................................................................................37
Stage 4: CV Screening............................................................................................................................37
Stage 5: Interview Call...........................................................................................................................38
1. Simple Interview:...........................................................................................................................38
Stage 6: Assessment Test......................................................................................................................39
2. Interview & Project Assessment....................................................................................................39
Stage 7: Final Interview session with CEO.............................................................................................39
Stage 8: Final Selection..........................................................................................................................39
Stage 9: Onboarding..............................................................................................................................40
4.2 The criteria for shot listing the candidates:...................................................................................43
4.3 The process of choosing candidates:.............................................................................................43
4.4 Tools using during selection process:............................................................................................44
4.5 Final selection process and decision making about the recruitment:............................................44
5.1 Covid- 19 a world pandemic..........................................................................................................47
5.2 Changes occurs during pandemic in SureCash.....................................................................................48
6.1 Analysis part of the report...................................................................................................................51
6.2 SWOT analysis of SureCash..................................................................................................................52
i) Strengths:...........................................................................................................................................53
ii) Weakness:.........................................................................................................................................53
iii) Opportunities:...................................................................................................................................53
iv) Threats:.............................................................................................................................................53

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Interview questions..............................................................................................................................59-60

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 Chapter 1
Introduction

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Introduction
An internship is a period of work experience offered by an organization for a limited period of
time. Internship helps to create opportunities for learners for a restricted period from business
background to relate with their field of study. This knowledge will help for undergrad student
who will face their professional life directly. Interns also contribute some job related work
responsibilities and duties to that organization and they get the direct flavor of the job.

I got a chance to do my internship in SureCash as an intern which is well known brand in

Bangladesh. As my major is in Human Resource management. I applied there as an intern in
Human Resource Department. My internship started on 19 august 2020 and it is still continue. It
is three month paid internship. As an intern, I have some job responsibilities and duties. During
the work I got to know that, there is a far more difference in practical knowledge and the
theoretical knowledge. I have learned about HR operation related work. They are like: the
employee personal file management and also learn about leave management system and
recruitment & selection process, CV screening as per requirement, interview calls, posting job
circular on social media, preparing shortlist list of candidates, calling shortlisted candidates for
interview, and also learn how to create database of the employees.

This report is based on “recruitment & selection process” and “changes occurs during pandemic
in the workplace”. In further analysis there will be more information about HR activities,
Performance Management, Training and Development.

1.1 Background of the study

United International University is the well-known university in Bangladesh. Each of the
professional degree needs not only theoretical knowledge but also needs practical knowledge to
success in this competitive world. To complete BBA program I also have to do internship, where
I can enhance my further step with more professionalism way where I can get the real life
experience. The main purpose for preparing of the report is due to the fulfillment of the
internship program conducted by the department of School of Business and Economics, United
International University.

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During the internship, I was under the supervision of Ishrat Sultana (Assistant Professor),
department of School of Business and Economics, United International University, give to
prepare a report about a particular topic which is related to my theoretical knowledge within
three month working period, this topic is given by respective faculty.

1.2 Objective of the study

There are two types of objectives in this report. They are- broad objective and specific

Objectives. The objectives of the study is written below-

1.3 Broad Objective

To know about the recruitment & selection process and changes during pandemic in workplace
in SureCash employees.

1.4 Specific Objectives

There are some objectives of this report which is written below:

 To know about the present overview of SureCash.

 To study on Human Resource related practices.
 To gather information on recruitment & selection process.
 To analyze the issues of SureCash faces changes in during pandemic situation.
 To give some suggestions as a recommendation to overcome the situation on a
recruitment & selection process and also in what are the possible areas they can be secure
during pandemic in working place.

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1.5 Scope of the study
During my internship period, I got so many scopes to learn directly from SureCash. Like about
their Recruitment & Selection process and how they manage their working life during the
pandemic situation and how they are taking precautions for their employee safety and how they
are focusing on their human resource activities. The depth of my knowledge has been increasing
to a different level by relating the theories with practical life experiences.

1.6 Methodology of the Study

The report is totally based on the direct discussion and observation of the members and the staffs
of SureCash. Informal and formal interviews were taken for the report purpose.

Primary Data:
I have collected data from directly by talking of organizations employee and for this report I
have collected the primary data by following the procedure which is given below:

- Having a face to face discussion on a relevant topic.

- Directly observed my co- workers while working in the company.
- Got HR Operation related information by talking with the HR team.
- Observed direct working pattern.

Secondary Data:
- Official website
- Annual report
- Relevant article from websites
- Various public documents.

1.7 Limitation of the study

There are some limitations in this report. They are: -

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  Employees are not allowed to provide confidential data to interns.
 They are not ready to disclose some information and data for the obvious reason.
 Time constraint is another remarkable for the report.
 For the pandemic reason it was difficult to collect information from employees because
many of employees they were doing working from home.

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 Chapter 2
Literature Review

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2.1 Literature Review
Human resource planning is a procedure by which an organization should look forward and from
existing workforce position to its preferable workforce position. By planning, upper level
administration attempt to have the right number and right employee at the right time and at the
right position. By doing this it could give both side benefits for as an organization and as an
individual for achieving full long run benefits. According to walker (1980), says that human
resource planning is a significant role which forecast of the future demand of business and
environmental issues in the organization and it also helps to create and accomplish the human
resource needs as per conditions. Biles et al. (1980) explained that organizations capacity is to
gain the strategic purposes which are categorized by human resource in following methods:
budget of economics, ability for actual operation, transformation the operations. According to
Edwards and Pearce (1988), “human resource planning is mostly important because of
developing, constant growth and high tech business purpose.” Barret et al. (2006), says that
internal analysis provides the attention to the employees trends with their age distribution and
percentage of the positions which fill up by the internal candidates he also recommended that
external analysis should not take too much time. Probable changes that may occur and
influencing may be go through by the planning team. Teams also need to look after how changes
give impact on the organization.

Recruitment and selection is the basic HR functions in the organization. Though HR team works
in so many areas like employee commitment, employee improvement, legal compliance, data
supervisions and also in various things they look after but there is also one of the main areas of
attention for HR team which is recruitment and selection where HR need to select right
candidates for the particular position and also onboard them in the organization. Castello (2006)
stated that recruitment defined as a method where administration uses techniques and procedures
to legally attain the qualified persons for to fill up the vacant post. According to Muscalu (2015),
this is applicable to practice both source so that to growth of the company’s chances of inviting
the best qualified employee for the position/ job. According to (Gamage,2014) the main purpose
of recruitment is to make a pool of the right eligible applicants to qualify in the selection as a
finest candidates for the organization, by inviting more and more employee to apply in the
organization where in the selection method candidates choose as a final employee for to fill up
the vacant position. According to Huselid (1995), recruitment is the ways where a large number

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of pools are selected as a skilled employee, combined with the dependable and with a proper
selection system which have an important influencing over the quality. That’s why an
organizations HR department always makes proper rules and applies those as an important factor
for determining employee behavior and attitude.

Training and development is the core heart of an organization which looks for continual growth
and upgrade. Training means an organization emphasizes to improve the performance of
individual or groups where skills, knowledge, concepts and attitude will be develop. Ahmad and
Bakar (2003) said, Training can be defined as a strategic and organized effort of incumbent to
achieve the actual performance in an activity or variety of activities. Training and development
drives the signal that the organization reflects to the employees development and training session
need to be valuable and that it is ready to participate in them. (Tremblay, Cloutier, Simard,
Chenevert, & Vandenberghe, 2010)

Proper training makes an employee proper skillful person which also helps to the organization
development purpose. Training is like an open system. Open systems means interactions with the
environment. Training can be internal or external. Internal training means in house training
associate with the exact skills and knowledge that the employee needs to go for the success.
External training is about where one or more of employee attend the training session. Outside
from the office where they learn about their job related knowledge and skills and technologies.
Training and development deals with growing and bring up to date to the employees with all
types of skills, experience, and knowledge, competencies with a chain of training and
development programs. (Obeidat at al., 2014) Training purposes is to link the gap among the job
requirements and present capability of an employee in terms of job safety and services of
employee’s being employed (Ramendran,Supian,Kadiresan,Kumar, & Rethinam, 2014)
Training is seen as an organized approach of learning and development which progress
individually, group and organization (Goldstein& Ford, 2002) in Khawaja & Nadeem (2013)
Benson, Finegold and Mohrman (2004, p. 326) claim that employees will ‘answer to the
development chances with positive approaches towards the company that deals the
development.’

According to Hewitt Associates (1994), the effect of performance management on organizational

success proves that performance management system can have a major influence on financial

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performance and production of an organization. Performance management states that to the wide
range of test, plan, relation and involvements helps to support the workers increase their
performance level (Denisi & Murphy, 2017). Performance management system is well defined as
“a tactical and combined approach of assigning constant success of organization by evolving the
employee in a way to develop team and individual performance.” (Armstrong and Baron, 1998).

Performance management generally contains with the continuous method of findings, measuring
and accumulate the performance of individuals and team in the organization (Aguinis & Pierce,
2008), and which providing both official and unofficial performance related data of incumbent.
(Selden & Sowa, 2011).According to (Drumm 2005), performance management include with
such activities which is joint goal – setting, continuous progress review and regular
communication, giving continuous feedback and provide coaching system for improve the
performance, executions of employee development programs and fulfilling those achievement
and getting rewarded. It can be considered as a organized process by improving individual
employees performance through a team agenda so that organization whole performance can be
better. Perfromacne management systems surely support the employees performance and also
benefit for the organizational performance, the certainty faced by experts maybe very different
(Aguinis, Joo, & Gottfredson, 2011; Bragger et al., 2014; Davis,2011; Pfeffer, 2009).

Compensation is a dynamic part of human resource management, which helps as inspiring the
employee and enlightens organization with current situation. Compensation is related with the
reward and outcomes that they get this through the work performance. According to Bob (2011),
the compensation creates on job values, keeping pay structure and payments for the well
performance, capability and skills, given employee benefits. Compensation is not only about
paying money. It’s also distributed with some non-financial compensation which delivers
intrinsic or extrinsic motivation to the employee. Armstrong (2005) says that, compensation
management is an important role of human resource management which improves the
productivity of employee in the organization. This deals with so many aspects. Like design,
implementation and maintenance of compensation so that it develop the organization, group and
individual performance. Pearce (2010), compensation suggests that having a proper
compensation structure influence one employee to do a better performance and will get better
paid for the better performance which is can be even more than average. Anyebe (2003), the

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mission of compensation is to improves the policy and also motivating the employee with
satisfying, recollecting, attracting. According to Brown (2003) compensation management
mostly related with the employee and themselves equally they have right as an employee of the
organization and also gets the reward for better job. Payment of employee not only depends on
what job position they are holding.

2.2 Theoretical Literature Review on the Functions of Human Resource

Management:

HR functions are given below:

i) Human Resource Planning:

Human resource planning interprets the organizations purposes and strategies for to meet those
objectives. In real practice, getting the right employee anytime is not easy. It is tough to get
qualified and skillful employee at the right time. For the continual changes it is becoming tough
to get at a time. There are some objectives for human resource planning.

 Correct valuation of human resource need in the upcoming future.

 To make qualifies capable workforce in the organization.
 To cope up with the challenges in the organization for the transformation and
rearranging.
 To find out the right employee with right qualification for the organization.
 To minimize the expenses related with personnel by appropriate planning.

There are several factors which have impact on human resource planning. These factors can be
categorized in tow way. One is internal factors another one is external factors.

Internal factor

Some internal factors are: job analysis, company rules and plans, human resource guidelines,
time limits, category and qualitiful of information, company’s procedure and policy.

External factor

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Government rules and regulation, level of economics growth, business situations, technology
advancement, international dynamic etc.

Burack (1985) highlighted that the meaning of workforce preparation by saying it a workforce
stock. Designing for workforce is a essential function in the human resource department because
this is the very important and serious task of the total human resource planning field. By Human
resource planning always ensure that the right number of employee should be presented at the
right place at the right time. HR planning is known as a foundation of development of
organizational purposes which is based on company’s mission and objectives. By the support of
planning, parts which need proper functioning are well known to make them better grow and
succeed. ( Ulrich, 1987)

Human Resource Planning Process:

There are 5 step of this planning process. They are given below:

1. Environmental Analysis
There are some external factors which manipulating to the organization. Some following
factors are given below:
 These economic factors can effects on overall and also in country environments.
 Replacement in technological
 population related changes like age, alignment, configuration and literateness
 Some administration related and law, a political change occurs.

Because of this all effects an organization managers need to anticipate the impact of it
and create modification timely.

2. Identifying HR objectives and policies

In the organization HR objectives is generally imitative. How many number of employee
and what are their characteristics that should be consequential from organizational
objectives.
The HR must need to clarify the organizational objectives, rules and regulation to other
employee with the details and talk about the policy and make them understood to all.
3. Human Resource future Forecast

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 When all sort of HR policies and objectives is done, HR now need to do a plan with the
demand and supply calculation. In this calculation HR will mainly focus on the future
necessity of the number of employee we need, what are the skills need to be fulfill and
planning for both internal and external resource.
4. Action Plan
Action plan is recognize as a manpower planning execution. This action plan is related
with such sequences. They are: planning, selection, recruitment, training, development
etc.

5. Control and Evaluation

In this control and evaluation is about HR makes some rules and regulation and give
certain meters to know whether the objectives is properly maintaining or not. By
controlling they are mainly monitoring the whole process.

ii) Recruitment and selection

Recruitment is the process of where HR team requires the important of change or need in the
organization. For some position new candidates needs and in that time they are going to internal
recruitment system or external recruitment system. Recruitment also occurs for some
unpredictable needs. Such as: illness, death, accident, resignation etc. for doing recruitment have
its have some steps which is: getting ready of job description and job specification, promote the
job opportunity, being able to response and call in the candidates. Selection also have some
process where in the selection period HR team organize the interview session, after selecting the
candidates they check the employee reference and examine them so that they can be ensure the
best employee they are choosing for the right position which will be worthy and unbiased and
justifiable practices.

Recruitment and selection is not only an active activity but also a major planned activity for the
organization. In the thought of Adu- Darko (2014), this is the procedure of finding candidates
through the require knowledge, skills, abilities and experience and approach for the vacancy.
Recruitment within the organization is very worthy which helps to cut the cost as compared to

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recruit from externally besides orientation is not that much needed where they are already know
about the organization. This system of recruitment also helps them to motivate the employee for
to work hard to get upper position which increase faithfulness and wisdom of responsibility
between the employees. It eases employee turnover. (Akrani, 2011). There is a multiple
recruitment approaches. Such as: employee recommendation, on campus hiring, promotional
activities, recruitment advisor, company pages and social media etc. so maximum organization
practices two or more of these approaches as a recruitment process. (Sinha and Thaly, 2013).

Recruitment and selection process:

There are five steps of recruitment and selection process. They are given below:

1. Planning for recruitment:

The first step involved in the recruitment process is planning. Planning includes with some
specific requirements. Like the skills, the experience, the educational qualifications, starting date,
permanent or temporary employee, salary of those particular positions.

2. Development of strategy:

Once it is done with what sort of candidates need for the valuable position or the vacant position,
now after planning HR need to develop a proper strategy for recruiting the candidates in the
company. Which method should to be used for recruiting, what geographical area needs to be
cover for searching the applicants, which way should use for recruitment practice, what structure
need to be follow in recruiting time.

3. Searching for the candidates:

In every organization there are two types of searching.

 Internal searching
 External searching

This two is very broad way for searching the candidates for the specific job position.

4. Screening:

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In this screening part it’s already starts with the screening process where HR team shortlisted and
select some candidates for the next step of recruiting system and they are about to face another
step where they will finally judge as they are selected or not.

5. Final assessment:

In this stage when finally candidates selected for the particular position in that time HR
cooperative with the candidates related some issues of his/her job positions. Such as salary of
recruiters, some final viva held on with some management level person. When both parties are
agreed with their issues than candidates get the selection mail from the HR.

iii) Training and development:

There are five stages of this training and development. They are given below:
1) Need analysis of training and development
In this stage HR need to understand which persons need this training or not. If
yes then HR need to make a plan of training session. This training need could be
related with their job training or it could be an introduction of new skill which
they need to learn or adapt or making themselves updates with the existing skills.
2) Training goal and objectives:
In this stage HR need to set a goal and objectives that which area they will cover
through training. Those goal and objectives can be like educating candidates with
theoretical knowledge or real life experience and also can be changing in attitude.
Giving suggestion about on outlooks, feelings and work reliefs. Some extra
ordinary skills may need to adapt for their position. Like some critical incident
managing system, some quick decision etc.
3) Methods of training:

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 In this stage some methods will be apply for training session. Those methods
could be like lecture related, case study type, computer related training, self-
instruction related or role playing system etc.
4) Implementation:
Here all those planning will implement. There will be some time period of
implementation. Some new comers training will be held on some type and some
existing employee’s training will some different way. Some specific special kind
of training will be held on free time or when everyone is available to do a proper
training session.
5) Evaluation:
In this last stage of training candidates will be evaluated by HR. their
performance will be review in this part. Their work of harmony improved or not,
their organizational behavior is well shaped or not.

iv) Performance management

Performance management is continuous processes which identifies employee’s performance and

measure those performances on their abilities also develop their performance to align with the
organization objectives.

They give 360 degree feedback to the employees. Performance management always direct by
supervisor or line manager. By performance they are monitoring the employees and try to
develop employee’s performance. Whenever any employee shows the good performance, they
got rewarded and compensated. There is also merit base pay system. Besides there are some
incentives system which is two types. One is short term incentive another one is long term
incentives.
Performance management done like several times in a year. By this evaluation HR got to know
about the employee’s strength and weakness. A formal and systematic performance management
helps to managers and employees about their expectation, aims, and goals. It helps employees
with their work related activities.

Performance management process:

Performance management process is like a cycle which start with prerequisites and end with
performance renewal & recontracting. There are 6 different processes which are given below:
i. Prerequisites

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 A prerequisite is the basic things and fundamental. Two different things consider on the
prerequisites. One is company strategy, another one is strategic goal. That’s why we need
knowledge of the organization mission and strategic goal another one is knowledge of the
job in question that is mission vision conducting by job analysis.
ii. Performance planning
We have to go for the planning. What to do, how to do, whether we should go for result
or behavior basis, what are the basic criteria when we are going to evaluate the
employees that all need to determine first.
iii. Performance execution:
In this stage two parties have some sort of responsibilities. One party is employee another
party is manager. Employee’s responsibility’s about to commitment to goal achievement,
ongoing performance, feedback and coaching, communication with supervisor and
sharing data. Another side is manager’s responsibilities. They are: observation and
documentation, updating feedback, reinforcement etc.
iv. Performance assessment:
This stage is about who is assessing the particular employee. There is two way of
assessment system. 1. Management assessment 2. Self- assessment. Self- assessment is
whenever employee performs well or not, they can evaluate themselves. Management
assessment is manager will assess the performance of the employee.
v. Performance review:
Here managers try to provide the information to the employee’s about employee
performance review. So that manager can provide the feedback in many ways. It can
through the meeting or face to face.
vi. Performance review and recontracting
The final stage in the performance management process is renewal and recontracting.
Where the result is ready and manager is going to communicate with all the feedback to
the employees. This part will help to identify and conclude them with behavior of the
employees before and after of the performance evaluation.

v) Compensation management

Compensation is an organized method where monetary value is giving to the employee as an

altercation for work performance. Compensation can be attaining in various ways, Like in
recruitment, work performance and employment satisfaction. Compensation shows as a payment
like bonus, profit sharing, overtime fee, acknowledgement reward system etc. there are also
some non- monetary system. Such as: company car paid, company housing paid and some stock
facilities.
From the managers view point, compensation is not something about to its costs money but also
it is employee’s primary requirement to get such benefits and employees work for those benefits.

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Basically compensation management is a coordinated practice which related with balancing
work employee relation with the monetary and non-monetary benefits for the employee.

Types of compensation:
There are two types of compensation. 1. Direct compensation 2. Indirect compensation.

Direct compensation:
Direct compensation is an employee get direct from his workplace.it is related with base pay/
basic pay, incentive pay, salary wages, bonus. This all things employee getting from the
workplace.
Indirect compensation:
Indirect compensation is based on non-monetary pay. Such as: transfer within the company,
health insurance, house facilities, car facilities, annual leave. This focuses on an individual
employee to encourage them in workplace. This indirect compensation cannot be directly
followed.

Components of compensation:
Compensation has some different components that work as support for an employee. They are:
wages and salary, allowances, incentive pay.
- Wages and salary:
Wages calculate as an hour base pay and salary set as the monthly base pay for an employee.
- Allowances:
Allowances are showing as the amount of money or something which is allowed particularly in
some point of rules and regulation for specific purpose. There are so many types of allowances.
Such as: house rent allowances, transport allowances.
- Incentive pay:
Incentive pay is based on performance related of payment which is for an individual employee or
group. They are like: bonus, promotion, gain sharing and selling achievement etc.

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 Chapter 3
Company Overview

3.1 About SureCash

SureCash which is a mobile platform service of progoti system limited. SureCash is one of the
fastest growing Fin- tech company in Bangladesh. SureCash launched as a commercial operation
is 2015. Presently, SureCash have some contractual agreement with Rupali Bank Limited and
also others renowned banks and have an agreement with some high ranked organization or like
Lanka Bangla Finance Limited. Additionally, SureCash have its payment partner’s and some
stakeholder which is more than 1000.

The probable market share of the company is like 5%. However, having a partnership with
Rupabi Bank Limited was a great opportunity for SureCash. This bank is government bank who
is started mobile banking service among others bank. This Rupali Bank Limited is the first one
who agrees to have collaboration with SureCash.

On the other side, SureCash started working with the primary education payment service system
which is close to 80 thousand villages of Bangladesh. They are covering and working under the
project as a “Primary Education Stipend Project”. SureCash also supporting more than 10 million
families and now a day’s people can pay their online payment or housing bill and any sort of
payment is possible through SureCash account number.

SureCash has establish with its own patented technology primarily and they try to connected
with the educational institutions like schools, college and universities and also government
education platform and people can pay their utilities bill through this giant company.

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3.2 Mission of SureCash
SureCash wants to provide a solution for Mobile Financial Services, built on a highly scalable
Mobile Money platform, allowing the people of Bangladesh to safely send and receive money
via mobile devices.

3.3 Vision of SureCash

Changing lives with innovative technologies and financial services.

3.3 Objective of SureCash

The main objectives of SureCash are given below:

 To make the services more user friendly and easier as possible for the facility of
customers.
 To turn customers into loyal customers by gaining their trust with the services they are
being provided.
 To get the least amount of customer acquisition cost by the combination of its
stakeholders.
 To achieve the ability to serve overall in further future.

3.4 Fundamental department of SureCash

SureCash is as far as the fastest growing Digital Fin-teach company. In this company 250+
employee works together. SureCash have its total 9 main departments. They work openly and
directly with each other and each department have their own head of department. Whoever is
working here, they are very much proactive and skillful employee. They don’t let down any sort
of challenges and they are interest to do outsourcing services.

Every member in the office they are vastly dynamic and vastly committed about their work and
loving o gives the services to their clients. Department are shown in the flowing figure:

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3.5 Services offered by SureCash

SureCash is one of the top Fin-tech band located in Bangladesh. They have 15,000 payment
associates as partnership with four local banks and one of is known government bank which is
Rupali Bank Limited. They are also providing more than 20 million customers. They have an
agreement with broad mobile banking company and with some payment services which is same
as person- to person( P2P), government payment system, money transection system and serves
different goods and services through the all over country. Those proposals are given below:

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 A) Cash In
At first the bank sends the money at SureCash account. After having money in SureCash
account, client can pay the money through this online app anytime. For this digitalization clients
use smartphone for the quick cash transfection. Having this online payment system this makes
our life so easy and secure. Now we don’t need to feel hassle for losing money. Cash and client
both is secure through this online payment system. Without having this digital cash there was a
high chance to lose the money. This online cashes makes the client’s life easier and smooth.

B) Cash Out
If a client has a SureCash account, they can easily cash out the money for their using. For
example: online payment, mobile recharge, sends money, cash out, and transfer money one
account to another account. Through the SureCash account if a client wants to withdraw the
money, they can go to the authorized agent place and then they need to give the agent number,
after those all functions clients can withdraw the money as much as they want.

C) Send Money
SureCash user can send money to another SureCash user in any seconds. It is really easy and
quick way to send money. User can send money for the university payment, collage payment,
also for other special reason. Through this send money system user can send money to where
they want to send.

D) Mobile Recharge
If clients have a SureCash account and they have sufficient money on their account after that
they can do mobile recharge through SureCash account. For example: I have an account on
SureCash, now I need to recharge my phone. So I will choose the option recharge and need to
give the phone number and choose the amount and finally it will prepaid my account.

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E) Education Payment
For the students now SureCash come up with the another payment system that is education
payment. By this education payment students can pay their tuition fees, school payment, collage
payment and also university payment. For example: Eden Mohila Collage, Sher -E- Bangla
Medical Collage, Dhaka collage, Jagannath University and so many. Now clients can pay their
education payment from home or from anywhere. It saves time and reduces hassle.

F) Utility & Municipality Bills

SureCash Utility & Municipality saves our time and conveyance. Remove all hassles of
travelling, waiting, filling slip. Through the online system and digitalization this makes our life
way easier than the previous. We can pay all those from staying at home. No need to visit any
bank branch or utility offices. For example: Desco bill, Nesco bill,Gas bill etc.

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 Chapter 4
HR Practice of SureCash

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4.1 Recruitment & Selection Process
Recruitment and selection deserving an employee for an organization is definitely one of the
most critical and serious aspects of running an organization as the decisions so taken to this
respect can take the organization to the elevations of success. It’s also about to finding the right
person, at the right time, at the right place and also at the right role/position. Recruitment and
selection is also related with the job analysis, reviewing, screening, shortlisting and selecting.

SureCash also have its own special recruitment and selection system. This part is following by
Nabila Tahsin Ahmed, she is the (Recruitment specialist) she handle everything regarding
recruitment and selection part. Here is the way of recruitment & selection process of SureCash:

1
Raise Employee Requisition Form

2
Submitted to HR

3
Job Advertisment

4
CV Screening

5
Interview Call

6
Assessment Test

7
Final Interview session with CEO

8
Final Selection

9 Onboarding

Recruitment & Selection process

An overall SureCash recruitment and selection process detail is the given below:

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Stage 1: Raise Employee Requisition Form
Any of one department may need for an employee. When Head of Department feel this, he firstly
needs to raise an employee requisition form. Employee Requisition form means when a
department feels to have a new position or for the replacement in that time line manager raise
this employee requisition form where every details is given.

This employee requisition form is provided by the SureCash. When Head of department is
finally raise this form and give all the information as the department requires then the department
head ensure to HR to go for the further process, then HR take this proposal to the CBO sir, who
will evaluate this needs and after his opinion if he agreed with this proposal then he will give a
signature on that form.

Then lastly this form goes to the CFO Sir, who will signature as an approval for the new
employee. After his sign the form fully ready to go for the further process.

Stage 2: Submitted to HR
Now this full form is ready. Then head of department give the full responsibility to HR and find
out proper employee for that particular position.

Stage 3: Job Advertisement

After that all activities, HR is going to the line manager to talk directly and HR and department
head will be decide together that is they want to go for the new job advertisement for this
particular position or by the social media publication or they wants to go for the past CV pool.

For example: suppose, in sales & distribution department there is a one person who have very
good skills in so many market or business related areas and besides he will also very good suited
for the corporate business department if HR is giving him such opportunity to do so. So when the
corporate department will have some vacancy, maybe in that time HR will sit him in that
particular position. That’s why HR always keep every employees CV who is working in the
company so that if there is an any opportunity to call the employee from the in- house

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recruitment or need to call from the past CV pool areas, so that immediately HR can do that
whenever any of department is feeling of needs for such employees.

Now HR is asking to the line manager/ head of the department that is he wants to go with the job
advertisement or internal recruitment or from past CV pool or social media advertisement
system. If head of the department is going to agree through the advertisement, then there is a 3
ways of doing a job advertisement. Those are given below:

1 .B D J o b s

2 . L in k e d I n

3. F acebook P age
Job Advertisement
areas

1. BD Jobs:
Firstly they need to buy the slot like a 50+. If there is a so many slot, it will be easier to give an
advertisement otherwise it becomes difficult to give advertisement. That’s why while putting an
advertisement they need to think twice and use those very sincerely while doing the job
advertisement through this BD Jobs.

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2. LinkedIn:
Now a days LinkedIn is very much useful and popular media platform where to get about the job
advertisement information. It is the place where every job seeks has their own account and they
got the whole information through LinkedIn. Through LinkedIn HR team gives the job
advertisement information. In details all the information is given so that people can’t
misunderstand what is the requirement for those particular positions. So this platform is also
easier way for those job seekers and they can get to know their desirable information.

3. Facebook Page:
Facebook is another sort of platform where every people are connected with each other. It’s
mostly very popular media than any other social media platform. Peoples are using frequently
whenever they want. Besides SureCash have also their own Facebook page, where thousands of
people is connected and get all the information reading SureCash. For job advertisement,
SureCash have their marketing team who creates fly art and whatever the requirement it is for the
new position as HR needs, they beautifully done that in time.

Stage 4: CV Screening
In those 3 areas of job advertisement, there always given a deadline for to get the most wanted
CV. After getting the all CV from those various ways, HR now works with the CV screening.

After getting all the CV, now HR wil create CV pool where it will be easy to find out the right
person at the right place and at the right moment.Who is the eligible employee for that particular
position that is the main point for CV screnning and who will fit for those requiremnt from the
CV pool they will go for the futher steps.

after selected the CV from the HR team, HR team is going to submit those final list of employee
who can be fit for that partiuclar place. Then from those final list, if head of deparmtent feel okay
with those selection after that HR can go with those candidates for futher proceed and HR team
will call the selected candidates for the interview session.

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Stage 5: Interview Call
In SureCash there are several steps for the selection procedure. Now I am going to share two
ways of interview they are doing. Such as:

1. Simple Interview

Interview & Project

2.
Assessment

Two ways of Interview

1. Simple Interview:
In simple interview is about to, first in the interview board two people or more than two people
come together as an interviewer for taking the interview session. Interviewer can be the head of
department and HR team also there in the interview session. Then HR calls the interviewees on
by one. Whoever candidates is going to match perfectly for that particular positions, they choose
those candidates for the further interview or after that they are going to choose the finalist for
that particular position.

Stage 6: Assessment Test

2. Interview & Project Assessment

For some position some candidates may need to going through some critical assessment and this
assessment is depends on the position and the departments. Assessment can be like:
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  Presentation
 Assignment
 Tec team project
 For product design: app design, graphic design test.

For example: there is a post for the Digital Marketing Manager. To know him in a better way
head of department through him some task or some assessment to judge him properly as he is fit
for that particular post or not. Now head of department give him some presentation related to the
marketing knowledge. If he is able to pass in that task, he will be the selected one for the next
step.

Stage 7: Final Interview session with CEO

Now passing with all the steps, if he is selected than HR gives him/her a formal email for to get
ready with the final interview with CEO Sir. If CEO Sir is giving an approval, then he will be
selected for that particular position.

Stage 8: Final Selection

Finally with the selected candidate, HR is going to negotiate with him reading salary issues and
HR is asking him his current organizations current salary pay slip where in details of last 3
month of salary is written. Then HR also asks him/her expected salary for this position. HR is
going to negotiate with the salary range.

Suppose, he was getting 20000 taka in last 3 month where he worked. Now he is expecting
30000 taka for his new position. But as a HR of this organization, he/ she are proposing him/her
with 26000 taka. Besides HR is also offering him/her such benefits that he will get from this
organization if he work here as an employee. such as: company image, company culture,
company environment, company flexible working management as now Covid 19 period is going
that’s why employees comes as a roaster basis and also medical allowances can be given. This
all information HR team gives to the particular selected employee. Then hearing all this
information finally when employee is ready to agree with the 26000 taka salary, HR team
sending him a formal email to the candidate where they mention the joining date and tell him to
come to the head office. After getting a yes reply from him HR team proceed him to come to the

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office. After that HR inform to the IT department for getting ready his essentials like laptop,
admin ID card, SIM card, visiting card etc., to give to that selected employee.

Stage 9: Onboarding
In human resource onboarding is a part of where new hiring employees having an introduction of
their office with everyone. This onboarding process also known as familiarizing the new
employee and socializing in the organization. Through onboarding employees got to understand
about the organizations overall employees and new position responsibility and job necessities.
During onboarding time HR professionals come to an understanding when the applicants accept
their job offer and get united as new employee and do better performance as estimated. When
new employees come up with the new organization, HR put an onboarding part for the new
employee which is very much productive session I must say.

By onboarding process employees can get a depth, in details they are getting resourceful and
regular with their new organization. Through this onboarding employee engagement increase and
employee turnover minimize for sure. This is much more effective process for the organization
and the employee both. When new employee come to a company, they put on first session which
is onboarding and HR team try to introduce that particular employee with their all over employee
and the culture of the organization and also they get their proper working tools and information
which helps them for being a productive person in the team.

Onboarding process is also shown as an orientation in some organization, during the onboarding
period it would become a great practice of training. For the new hire employee this one is the
best practice for engaging themselves with other peers. After giving confirmation to the new hire
employee, they get an approval that he/she is selected. Now time for some paperwork through
online and make sure abut the onboarding program. Such as: what to do and when to go on the
first day of working day and whom to ask at the beginning time, what dress up is appropriate for
coming to the office. HR needs to make sure his/her desk is fully set up with phone, computer,
desk and ID card, password for login before employee is reach.

Because of onboarding process new hire employee gets lots of benefits which help them to
understand job responsibility and they are getting socially connected with each other and quickly

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can absorb the work. They also become productive and support to work with their fellow group
members of the organization. Onboarding can be properly effective when there will be a proper
planning and it will be a very thoughtful from employees view point.

It’s not only occurs on the first day of last day of working as a new hire employee. this whole
onboarding process stand at the beginning of the joining date and fully ended up until he/she
settled with given role.

In the onboarding some steps are going to follow:

 Somebody needs to be ready to welcome new hire employee when they are about to
come.
 After coming to the office, with the new hire employee give some office tour so that they
can know to each of everything besides they need to know about their work schedule.
 Give paperwork’s to the new hire employee with some schedule.
 For making him/her comfortable and suit with the environment plan some lunch outside
of the office with some his/her key team members.
 Give access to new hire employee all sort of his work related equipment, set new
passwords and login with the new account.
 organize a proper formal HR on boarding meeting with new hire employee’s, with the
proper information of benefits enrollment, company structure, team cultures, company’s
mission & vision and values.

Onboarding checklist is about to understand that new hire employees whether they are properly
covering all their steps for onboarding and this is very important part for HR and managers
because they are going to evaluate new hire employees through this and what progress happened
as a successful team. So for that a proper onboarding checklist is given below:

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 Table: Onboarding checklist

Onboarding means the date of joining day is call on boarding. In that day HR team take him for
meet up with the every department and every department head gives some small brief about their
department. Sometimes this one is also calling as an induction. HR team takes first 2 or 3 days
only for employee induction program.

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4.2 The criteria for shot listing the candidates:
In SureCash, they have some criteria for shortlisting the candidates. Those shortlisting criterias
are like: first criteria is, on the particular position basis what are the skills they need to have, how
many experiences they have gathered for the particular period of time and also the educational
qualification also required for that position.

A second criterion is, are they interested for their further assessment process of recruitment.
Third criteria is, whoever the candidates is going to be shortlists, is they capable enough to fit
with the organizational cultures or not. Lastly, can they work in under pressure and their
communicational skills need to be judged. Their competencies are very important for the role
also.

All of these assessments are really important to do and by doing this it can be very effective if a
HR can find too many applicants who meet up these all criteria it will be easier to choose one or
two candidates for that particular position.

4.3 The process of choosing candidates:

In the process of choosing candidates, SureCash do one thing first they select the candidates
wisely and picking the right candidates for the particular positions who is a worthy for the
unfilled job position in a company. Through this process they try to identify and hiring the best
applicants for fill-up the position. The process of choosing candidates is given below:

 Firstly SureCash set the criteria for which position candidates are required. For example:
Suppose, a department needs a sales man and for that position choosing requirement is
like he/she should have excellent communications skills, excellent customer service
skills, and customer convincing power. These are the criteria’s they have applied for that
candidate or applicants.
 After selecting the criteria HR trying to shot out the resume review of the applicants.
Whoever is nicely suit with the criteria they are going to take the next step of the
interview.
 In interview part, there is a conversation with the candidates and with the interviewer.
They both are going to exchange the information with each other. The interviewer will
try to get the best of it by this interview session.

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  After interview session, if there is any need of test administration on basis of the position
then candidates must need to give a test assessment. This test can be like writing test or
any software basis test.
 Lastly, HR team is going to announce an offer letter to the candidates, who is
successfully passing the interview and who fulfill the entire requirement for the vacant
position.

4.4 Tools using during selection process:

In the selection process, some particular positions require some assessment tools. Those tools
can be like: telephone calling like a call center, work samples, personality traits test, problem
solving test, cognitive test, presentation etc.

For example: an engineer department needs an candidates, in the selection process candidates
need to gives assessment test or they need to have proper idea about the engineering software,
java software and also need to know how to run the network control system etc. If the candidates
can show this properly during assessment time, that applicant can be selected for further step.
Some position also may need to give some power point presentation to show their potentiality
like in sales department.

4.5 Final selection process and decision making about the recruitment:
In final selection process, SureCash HR team set an interview with the top management, like
CEO or head of the department who judges the candidates properly and if the top management
chooses the candidates as a final selection then HR team will noted as a final and they will offer
a job letter to those applicants.
In decision making time about the recruitment HR first communication with the head of the
department of the particular post then if they agree with the candidate’s as a final one after that
they can go for the further step. HR team will than gather all the relevant information of those
candidates. Finally after selecting the candidates HR will review the whole decision and its
consequences.

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 Chapter 5
Changes during the pandemic

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 5.1 Covid- 19 a world pandemic

World health organization announcement of Covid – 19 occurs on 11 March 2020, the whole
country introduced new thing into lockdown and giving some restrictions that is only essentials
can be open otherwise workplace operation will not continue.

It has been more than a 10 month since the WHO confirmed about the Covid – 19 pandemic
situations. For this pandemic situations, hundreds of billions of people got stuck in their home
and living life as a lockdown. During pandemic time many of employees, workers lost their job.
Governments are requesting employees to work from home and alarm not to go to office in this
period of time. The future looks unclear and unreliable enough. People becoming scared of this
situation and also became anxious when how they will return to normal life as before or what
sort of marks the pandemic will leave for us.

During pandemic time every workplace declared to work from home and work remotely to their
employees. Many businesses are required to adjust the current situations and deliberately moving
forward to the new work environment. So this time employees are switched their meetings
through email and they are requesting to adapt the new technology work system and saying them
to engaging more with this new sector of work settings. This happened because they had to and
they don’t have any other options to choose.

Maybe by this system employees might get tier best practices which will survive long. For this
situation, day by day we all are emerging smoothly to work from home activates. Every meeting
and every phone call is handling by email and more likely to the instant messages. By doing this
interacting employees will not get detached from each other. These could form the trust among
the employees who is incorporate in person. The extent of coronavirus effect to the core
employees and also some biggest organizations face much trouble during lockdown even
including Starbucks, wal- mart, amazon facing such illness of their employees but now they all
are recording nicely. They are taking proper protections and their employees are slowly trying to
get back to the new normal life.

During Covid – 19 the whole world becoming stressed out and tensed about the situation and
besides employees and are getting layoff unfortunately. Having all sort of virtual meetings and
calls occurring nowadays. They are working and solving everything through telework. Now
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everyone wants to go back to their workplace again. This pandemic marks exactly everybody
and many big industries face so many things. However the infection rates are higher to the
worker who works as a forefront workers. This affected many business owners, Staff and
employees. This pandemic situation radically affects our employee’s lives and works. It has an
impact over everything because of this situation so many things were heading virtually. When
this occurs declared and lockdown occurs. People go to the grocery shopping and grocery
supplies become messed up. All the schools became virtually, office became WFH. While WFH
is going the internet goes slow, because at a same office time they were working. This is how all
situations occur during pandemic.

5.2 Changes during the pandemic in SureCash

Managing organization during pandemic time is so hectic and troublesome. It’s difficult to
manage the employee all the time. But HR team always being proactive and they are ensuring
the proper safety while they are working like everyone must need to wear mask and also they
need to sanitize their hand properly after every minutes later. Workplace facing so many changes
occurs during this pandemic. They are:

 Firstly in the morning time, when employees is coming to the office, in the main gate of
the office there is always one person who sits there and he always ensuing that every
person is wearing a mask and he also sanitize them very nicely.

 Before pandemic, interview session always take in the head office. But for this issue now
most of the interview is holding in online basis. Now interviewer cannot judge
interviewee directly. This one is really a big challenging for the company employees.
That’s why now when they are taking any sort of interview, they put some assessment so
that interviewer can judge him correctly.

 For the pandemic time, it becomes very much difficult to work from home because
people cannot interact with others employee directly and practically that’s why they are
facing such problems during working from home. Besides when they were working from
office and if they were facing problems they can solve that directly and not to get too

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 much to solve the problems quickly. That’s why when they are now working through
online they face problems to understand each other’s and going tough to solve nicely.

 Now while they are working from home, employees cannot give proper concentration
and also cannot do proper interaction. For to get rid of this problems is now they are
communication through many social media platform, emails, via phone calls etc. by
online it is hard to maintain proper professionalism.

 Also employees feels some lack of motivation because sometimes they feel isolation,
because we humans are social creatures, they feel down while they are working without
seeing any other persons and that situation makes employee feel cut off.

 During pandemic it is hard to give proper accumulation while working from home.
Situation is not now enough predictable now that why employees need to set their mind
always with high energetic way. While they are working from home employees need to
do a plan of working schedule so that they can remember who will be working, when and
how.
 They can also make out their best day for working mood like employee should be dressed
up properly as they always do when they were going for the office. This feels will
encourage themselves to work with more enthusiasm way.

 Employees can also take some free time while they are working. It can be for 10 minutes
break at a time so that they don’t feel busy and bore.

 HR teams already said that whenever situation will be in under control and safe,
definitely they will come back office as a physical now already in SureCash they have
started to come to the office with full protection but not every employee can all together
in the office. There are some rules during this Covid period. Employees can do the office
as a roaster basis which means if any department’s member has for 10 employees, only 5
people can come in the office in one day and another day another member can come on
next day.

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  Communication needs to be properly done while employees are working from home.
Communication is a foundation for get more productive work. It helps to stay connect
with supervisors and employee. Through the communication employee or both party can
have the clear idea about the work.

 While this pandemic situation occurred every office become off and they were started to
do office from home. Employees were not used to with this sort of changes. They started
to feel distracted and uneasy and they more become less productive day by day because
no one is used to with this sort of activities or situation before. But now gradually
employees becoming used to with this new normal working system. As the day is passing
more and more employees becoming used to with this change. Some organizations also
trying to give some advance technical related training session which may give some help
to their organizations employee.

 From September month, SureCash Company decided to come to the office as physically
with proper precaution and they finely maintain their working life in better way.

 In SureCash, both male and female employee work together. Sometimes it occurs like,
some female employee may facing some sort of problems or they want to share
something maybe it could be personal also or also facing work relate problems. For that
reason, HR teams always come forward and also try to ensure their comfort and safety.
That’s why HR team always organizes one special day which is called “Lunch and
Learn”. Where recruitment specialist (Nabila Tahsin Ahmed) always being host of this
special program and every girls were invited in that special day. The main point of this
program is female employees is sharing their problems one by one. That host notes down
all the problems and try to solve all the confusion or problems over there. If any serious
problems arrive HR teams will take immediate step for that issue.

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 Chapter 6
Analysis Part

6.1 Analysis part of the report

From the interview session with the manager, they said me that working from home is so hard
for them. They couldn’t understand how they should work during the working time and they feel
very less concentration while they have working. They didn’t felt motivated to do the work.
Employees face lots of pressure while they are working and communicated was not easy with
others employee or the group mates because at the same time beacuse everyone was not
available to communicate on that particular time that’s why they face huge problem while they
do work from home during pandemic time. During working from home communication was the
biggest challenging part for all of them because they are not use to use the social platform or they
don’t have that much technological facility or support during the working time at home. So
employees face the communication gap and the whole working process goes down and they
couldn’t deliver the work and that was not enough successful. SureCash didn’t give the any sort
of working tools to their employees. Now still so many employees have nothing to work as some
of the people goes to their village for living purpose that’s why they are facing lack of laptop and
computers and other accessories.

SureCash recruitment and selection process is well organized. They have maintained every step
while they are supposed to recruit anyone. Their job advertisement platform is well working
enough and they get the sufficient amount of CV or candidate’s from those platforms. Their final
interview session always set up with manager level position which is very good I think. But one
thing I want to say that is, while hiring time they hire the best employees for the particular
position but after joining they feel demotivated. Not every employee feels this thing but if
someone is going to left the job this is very bad for the company also. Their turnover rate is very
high. They need to work on it. If they can manage this part then employees will be motivated
enough to stay for the long time and HR also don’t get that much hassle to find the employee
again and again.

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6.2 SWOT analysis of SureCash

SWOT analysis is about to bring strong business strategy by making sure of companies some
strengths, weakness as well as opportunities, threat that they face in the marketplace. Strengths
and weakness is related with the organization internal activities. Other side opportunities and
threats related with the organizations external issues.

Strengths Opportunities
 Partnership with Rupali Bank Limited  More technological innovation
and many more.  Increasing number of customers.
 Secure and fast transaction.  Creating more popularity and customer
 Availability of Bangla version in the involving.
app.  Innovative services.
 Serving 10 million students of  Increasing popularity through social
primary education and 80 thousand media.
villages.
 Reaching rural areas mostly.

Weakness Threats
 Lack of publicity.  Hacking of server.

 Less no of Agent.  Threats by new entrants or the existing

rival now in market.
 Lower number of rural customer users.
 Changes of government rules &
 Lack of technological innovation. regulation.

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i) Strengths:
SureCash has a partnership with Rupali Bank Limited, which is one of state owned bank of
government. The position of SureCash shows very positive brand image in the market. The
company works with so many agents and also works for the government. SureCash also serving
almost thousand villages and students can pay their primary education payment through this
money transferring platform. Most strong voice of SureCash is, they have their fast and secure
transaction system. SureCash also provide two language preferences which are (English &
Bangla) for further use of it.

ii) Weakness:
SureCash is a well-known organization. They are not promoting their advertisement like the way
of another companies doing. Such as: Bkash, Nagad, Rocket etc. They are getting less attraction
from the customers. There is less number of agents in the city. It shows trouble to withdraw the
money whenever the customer wants. For these reason customers feels hassle to go with this
brand. For the lack of popularity, customers go with the other brand.

iii) Opportunities:
For SureCash, there is a vast opportunities to get more popularity. SureCash can come up with
their new technological systems which will more advanced and easy to use. They also can
increase popularity by giving such advertisement in different social media platform where
customers can get to know about the SureCash.

iv) Threats:
For this covid period, the inflation rate becomes so high and might fall an effect on the company
or also for sudden change of government rules and regulation may give a bad impact of
SureCash. New entrants or existing rivals may show the reason of tough competition with the
new entrants and existing rivals that they need to overcome.

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 Chapter 7
Recommendation
From the work experience I have gathered from SureCash I have found there are some gaps and
issues which they need to find and solve out for having better operational process in HR
department. I would like to articulate some recommendations based on the finding and the
analysis of the report. By these recommendations, it may help the organization to work more
effectively and efficiently.

Some are recommendations are given below:

 Numbers of employees need to increase in Human Resource Department.

 Each department should updates or submits their annual performance report within the
given period of time.
 Salary should be finely planned so that employee turnover rate could be reduced.
 Need performance evaluation software system so that they can easily evaluate the PMS
and which is now time consuming.
 There is lack of motivational tools so for that reason employees don’t feel to work hard.
These areas should be properly managed by top management which is like bonuses,
incentives and rewards etc.
 HR department can provide book of the organization’s performance system rules and
regulations so the raters can carry when they are going to evaluate any employees.
 They should give more focus on team based performance which will help to increase the
relation with the co-workers.
 Proper training could be provided to the employee so that they could work effectively and
efficiently.

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 Chapter 8
Conclusion

By this internship, I had great and pleasing experience from this company. So many things I have
learned from my internship work. They are well known Fin-teach company. Their services are
very up to bottom. From above of the discussion I have learned how to do a proper recruitment
and selection process system. I have learnt how a company can run during a situation. They
started a system which is called Work from Home during this pandemic time. It helped the
employee to work with more safety. I have learned how to recruit employees during pandemic
time and also as recruitment process is changing now a day so they need to maintain and follow
those updated process in their organization likewise.

SureCash has so many competitors in market and those strong competitors are trying to hire
their employees which might create problems for HR department in future, so that’s why HR
department needs be more conscious about to compete with them and need to make a strong
policy.

Moreover, the policy of every company should be developing on time to time and organization
should try to make policy and tactics to make their employees feel stay in their organization.
Proper motivations, employee benefits and compensation could help SureCash to reduce their
turnover rate in future

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 Bibliography

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Appendix 1
Interview questions
Name: Tasnuva Tarannum Liya

ID: 111 153 166

Institution: United International University

Purpose of survey: Internship Project

Recruitment and Selection and Changes occur in workplace during Covid-19 of SureCash.

Changes during the Pandemic

1. How have you been managing yourself during this time, and how have you been staying
proactive?
Answer:

…………………………………………………………………………………………………
………………………………………………………………………………………………...

2. Can you do the job while working from home?

Answer:

………………………………………………………………………………………………………
……………………………………………………………………………………………………...

3. How do you organize your day when working from home?

Answer

…………………………………………………………………………………………………
………………………………………………………………………………………………...

4. Will you be okay returning to a physical office when it’s safe?

Answer:

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 …………………………………………………………………………………………………
………………………………………………………………………………………………..

5. How do you communicate with team members in a working from home?

Answer:

…………………………………………………………………………………………………
………………………………………………………………………………………………...

6. What tools will you provide if I have to work from home?

Answer:

…………………………………………………………………………………………………
…………………………………………………………………………………………………..

7. Have the company’s views on working from home changed? How?

Answer:

…………………………………………………………………………………………………
…………………………………………………………………………………………………

8. If there is one, what is the “return to office” plan? How will you keep staff safe?
Answer:

…………………………………………………………………………………………………
…………………………………………………………………………………………………

Recruitment & selection

1. What is the process of recruitment & selection?

Answer:
…………………………………………………………………………………………………
………………………………………………………………………………………………...
2. What are the criteria for shot listing the candidates?
Answer:
......................................................................................................................................................
.....................................................................................................................................................
3. Which job advertisement they are following for a certain positions?

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 Answer:
…………………………………………………………………………………………………
…………………………………………………………………………………………………
4. Will you conduct second interviews? How will you decide which candidates make it to
this step?
Answer:
…………………………………………………………………………………………………
………………………………………………………………………………………………...
5. Does this position require testing? How will you implement and measure? Which tools
will you use?
Answer:
…………………………………………………………………………………………………
………………………………………………………………………………………………...
6. Who makes the final hiring decision? Are there any other hiring approvals that need to be
completed before extending an offer?
Answer:
…………………………………………………………………………………………………
…………………………………………………………………………………………………

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Appendix 2

EMPLOYEE REQUISITION FORM

JOR TITLE: ……………………….. DATE: ………………………
POSITION: ………………………... HOW MANY: ……………....
SALARY RANGE: ………………..

NEW POSITION/ REPLACEMENT: …………….

FULL TIME/ PART TIME: ……………………….
TEMPORARY PERSON: YES …….. OR ……… NO

ATTACH JOB DESCRIPTION STATEMENT HERE :

------------------------------------------------------------------------------------------------------------------------
-
------------------------------------------------------------------------------------------------------------------------
-
------------------------------------------------------------------------------------------------------------------------
-
APPROVAL FROM:
HEAD OF DEPARTMENT: …………….. DATE: …………….
CHIEF BUSINESS OFFICER (CBO): …………….. DATE: …………….
CHIEF FINANCE OFFICER (CFO): .……………. DATE: …………….
CHIEF EXECUTIVE OFFICER (CEO): …………... DATE: …………….
HUMAN RESOURCE DEPT: ……………... DATE: …………….

FOR HUMAN RECOURCE USE:

------------------------------------------------------------------------------------------------------------------------
-
------------------------------------------------------------------------------------------------------------------------

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 -
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-

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--

Requisition Form

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